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Published 12 April 2019
An employer had reasonable and proper cause to suspend a teacher: necessity is not the correct test.
An NHS employer was entitled to progress internal hearings concerning a doctor although a criminal trial on similar issues was awaited. However, the employer did not have the contractual right to continue to suspend him without pay.
A disciplinary warning for refusal to comply with an instruction was not unfavourable treatment arising because of a disability where the refusal was based on the employee’s mistaken belief that compliance with the instruction would exacerbate her disability.
An employment tribunal was wrong in its approach to reasonable adjustments when considering whether a disabled employee should have been offered a dedicated parking space.
A gay headteacher was constructively dismissed because of a flawed disciplinary investigation into his private life. The way in which the investigating officer had conducted himself showed unconscious bias.
An employment tribunal was entitled to award personal injury damages where an employer’s failure to provide rest breaks resulted in the employee suffering physical discomfort
In the first employment tribunal decision on positive action, an employment tribunal found that the police force unlawfully discriminated against a white heterosexual male in its attempts to increase diversity.
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